Czech Labour Code in 2026: Key Changes for Employees
The Czech Labour Code in 2026 includes important rules introduced by the major flexible amendment that took effect mainly on 1 June 2025. These changes affect notice periods, probation, parental leave and compensation when employment ends for certain health reasons.
Other employee-related changes took effect on 1 January 2026, including a higher minimum wage and new unemployment benefit rules. Not all of these measures belong directly to the Labour Code, but they are important for anyone working in Czechia.
Employees should pay particular attention to how notice periods are calculated and what their employment contract actually says, because older contractual clauses may affect the applicable deadline.
Notice periods now start on the delivery date
Under the general rule, the notice period starts on the day the written notice is delivered to the other party. It no longer automatically begins on the first day of the following calendar month.
The standard notice period remains at least two months. For example, if notice is delivered on 12 September, employment will normally end on 12 November.
For certain dismissals connected with breaches of employee duties or failure to meet legal or employer requirements for the job, the minimum notice period is one month.
However, an older employment contract may explicitly contain a different method of calculating the notice period. The Czech Ministry of Labour recommends checking the contractual wording carefully.
Probation can last longer
The maximum probationary period for employment relationships concluded under the new rules is:
- up to 4 months for regular employees;
- up to 8 months for managerial employees.
For a fixed-term contract, probation still cannot exceed half of the agreed duration of employment.
The employer and employee may also extend an existing probationary period by written agreement while it is still running, provided that the statutory maximum is not exceeded.
Stronger protection after parental leave
An employee returning from parental leave before their child turns two has the right to return to the same type of work and the same workplace they had before the leave.
If the original position or workplace genuinely no longer exists, the employer must assign work according to the employment contract.
During parental leave, an employee may also perform the same type of work for the same employer under a DPP or DPČ agreement. Current rules for parents are explained by the Ministry of Labour and Social Affairs.
Compensation for work-related loss of medical fitness
If an employee permanently loses the medical ability to perform their existing job because of an occupational injury, occupational disease or the risk of such a disease, special compensation may apply when employment is terminated by the employer or by agreement for that reason.
The compensation equals 12 times the employee’s average monthly earnings. It replaced the previous severance payment in these specific cases and is financed through the employer’s statutory liability insurance.
The current legal framework is contained in the Czech Labour Code.
Leave for bereavement and job searching
Rules for personal leave were also expanded. Bereavement leave for close relatives is now provided in full days, and employees may receive up to five additional unpaid days after the death of certain close family members.
Employees looking for a new job normally retain up to four days of leave for interviews or visits to the Labour Office. After using this entitlement, they may receive up to two additional unpaid days specifically for Labour Office counselling.
People dismissed for certain disciplinary reasons may receive a shorter entitlement. Detailed conditions are published by the Ministry of Labour.
Minimum wage in Czechia in 2026
From 1 January 2026, the Czech minimum wage for a standard 40-hour working week is 22,400 CZK per month or 134.40 CZK per hour.
The minimum also applies to employees working under DPP and DPČ agreements. If calculated remuneration falls below the legal minimum, the employer must make up the difference.
The official 2026 amount is published on the minimum wage page of the Ministry of Labour.
Unemployment benefits changed in 2026
From January 2026, an unemployed person aged 52 or younger can receive 80% of their previous average net earnings for the first two months, 50% for the next two months and 40% for the remaining period.
For people over 52, the first two stages each last three months. The total benefit period is 5, 8 or 11 months depending on age.
The previous automatic reduction for people who resigned voluntarily or ended employment by agreement without a serious reason was abolished. The new rules are summarised in the official 2026 legislative overview.
The most important Czech Labour Code changes for employees in 2026 concern notice periods, longer probation and stronger rights for parents returning to work. Before signing or ending an employment contract, check both the current legal rules and the exact wording of your contract.